Human Resource Management System

               Human Resources Management System provides complete support for all your human resources needs:

  1. Personal Management
  2. Career and Evaluation Management
  3. Recruitment Management 
  4. Training Management 
  5. Payroll Management
  6. Benefits and Welfare Management

Personal Management

               Personnel Administration can hire employees, view job history, administer job changes, compensate worker, track worker competencies, track company property assigned to employees, and manage disciplinary actions.

               Time and absence management functions as a single repository for information that can be attributed to an individual employee and expressed in hours. Integrated with Personal Administration, Benefits and Payroll, Time and Absence Management enables you to define to precise information to report with your employees’ time. You determine how the information will be summarized for update to payroll; how the labor distribution process will work: the procedures you will use to administer overtime, benefits entitlements, and holidays; and the actual look of your time-collection lists. With Time and Absence Management you’ll be able to handle aggregate, sum, range-of-date, pattern, and crew time reporting. You’ll also find a group security function that will enable you to limit access to Time and Labor functions to specific individuals in specified groups. Absence Management gives you the ability to track information such as types of absences (vacation, illness, jury duty, for example), work schedules, and vacation requests and approvals. Inquiry capabilities include maries that show all absences for a given employee, and all absences, for all employees, in a specified department. Time and Absence Management takes factors such as factory calendars and public holidays into consideration. You can plan shifts more effectively, include company-specific requirements in the planning process. An automatic planning table gives you an overview of the human resources available at a given moment. You can check working time regulations, and define bonus and over-time wage types automatically.

               You can construct and maintain your entire organizational structure, including organizational department, positions, jobs, tasks, and the reporting structure with ease and efficiency with its graphical planning tool. (Tree) Create positions for all – or a part – of your organization with Organizational Management. You can tie detailed information to each position, assign employees to positions, cross-update incumbent data automatically when you update position data, and create departmental budgets at various levels, such as job code and position. You can compare the requirements of positions with the qualifications and skills of your employees, and pinpoint qualification deficits that, in turn, generate training measures in Training Management. Administration of vacant positions in your organizational model is a significant factor for effective personnel planning and recruitment processes. You can assign budgets to organizational units along to organizational structure. With ease and facility you can create one overall budget or a detailed budget hierarchy that reflects you departmental organizational structure. Organization Management lets you plan personnel costs along the entire organizational structure. Organization Management provides you with exact details of all cost factors in your company, detailed analyses of actual costs, simulations of the effects of all personnel events and organizational changes on costs, and presents you with alternatives and consequences. Cost projection allows you to preview the possible results of planning, thus optimizing your cost planning.

               Maintaining accurate, comprehensive information for employees moving from project to project and country to country is essential for the multi-national organization. International Assignments tracks the details of international assignments with easy and helps ensure those employees and dependents settle rapidly into their new location. You can maintain records for multiple assignments abroad, enter company-reimbursed travel, and track supplemental compensation earnings and deductions. At the trip planning and preparation stage, the employee can create and edit travel plans, create variants of these for comparison purposes, and finally opt for one based on preferred route or costs as appropriate. Simulation functions let the user determine travel costs in advance. An employee can access information on prices and availability, view flight and train schedules, and make hotel and rental car reservations from the comfort of the workstation. Expenses can be automatically reimbursed with a regular payroll run, through account payable, or with an on-demand payment. Costs can be posted to multiple accounts, such as cost centers, orders, and projects, or distributed on the basis of trips, routes, or documents.

Career and Evaluation Management

               You can identify and association competencies with individuals, jobs, positions, project teams, and relate them to each other. You can perform gap analysis between individuals and jobs, positions, or project teams. You can identify an individual’s proficiency level within a specified skill-set. Through the integration of our Competency Management, Career and Succession Planning, and Training Administration solutions, your can enhance the ability of your employees to assess their strengths and weaknesses, and help them improve proficiency in their existing skills – or acquire new ones. You can request training for the employee in competencies related training. The easy-to-use qualification catalog lets you specify the specialist, analytical, and social skills and qualifications you require in your company. You can assign these qualifications to the jobs and people in your company. You can evaluate and compare qualifications with requirements by assigning qualifications a proficiency scale. The validity duration and depreciation value features used in connection with qualifications let you accurately and realistically monitor the status of employees’ qualifications and skills at any time.

               Comprehensive career plans that help employees prepare for new jobs and responsibilities are part of employee development and organizational growth. With Career and Succession Planning, your can use default career paths, create alternate paths, and create career plans. You can help employees establish career goals. You can evaluate employee strengths. And you can build a graphical succession hierarchy for key positions that includes internal and external candidates in succession plans. Career and succession Planning is a flexible planning and control instrument that enables you to forecast the effects of all personnel and organizational events on cost, giving you a sound basis on which to make decisions affecting company policy. Career and succession Planning puts you in a position to react swiftly and efficiently to organizational change and to fill specialist and managerial vacancies from within your own ranks. You can plan and provide for quality and qualified personnel well in advance. In addition, the component helps you to actively motivate employees by showing them career perspectives and by developing their work-related and interpersonal skills.

Recruitment Management

               Recruitment helps you process the applications you receive so you can focus on bringing in qualified candidates. With Recruitment, you can generate and maintain job requisitions, search for qualified candidates, and track applicant data on external and internal applicants. You can also set up and maintain interview schedules, view interview results, review and track candidate and requisition status, and monitor recruitment expenses. Recruitment can help you to set up an effective recruitment strategy for finding and hiring the right people with the right skills that will contribute to the continued success of your enterprise and keep you competitive. It can optimize your recruitment procedure and reduce administrative overheads. They can give applicants authorization to check the status of their applications at all times. Recruitment offers you an extensive information base for making well-informed personnel decisions. Profile match ups between the qualifications of the applicant and the requirements of the job let you establish how suitably qualified a candidate is. Powerful reporting tools are available at every stage of the process to provide you with important decision support information and help you keep tabs on the status of applications. When the new employee is hired, data stored in Recruitment Management is transferred automatically to Personal Management.

Training Administration

               Training Administration helps you establish in-depth training programs and association them with job codes. You can also specify course requirements and training facility information, maintain course and training program data for instructors and courses, monitor course session availability, review course evaluations and track tuition reimbursements. Our solution includes functionality that enables you to budget and track training expenses for you company – down to the employee level. You can compare estimated versus actual costs generated from the sessions completed. You can plan and manage your entire training budget and its individual components. Training Administration supports the planning and realization of the training measures required. Training Administration provides optimum support for internal and external training and event organizers to pinpoint and offset training needs efficiently and effectively. You can design detailed long-and short-term training programs for your employees, which are tailored to suit their individual needs. You can create training programs for trainees and apprentices, and coordinate and monitor all aspects of the training measures. Training Management lets you plan, manage, and evaluate data on internal and external event organizers. It stores data on event prerequisites, objectives, contents and time schedules. It has information on prices, capacity, and locations. Automated planning tools propose resources such as instructors, rooms, equipment, and training materials for the events you plan. The component has accessible, easy-to-use functions that support billing and budget planning. The component has a fast data entry function that simplifies and accelerates such activities as prebooking, booking, canceling, and replacing attendance at events. These functions are available for both internal and attendees. The system automatically checks for event prerequisites and possible time conflicts. Follow-up processing includes functions for billing, cost allocation, and certification of qualifications. You can request appraisals of instructors, attendees, or training events. You define the appropriate criteria for each type of appraisal. Costs and prices are significant aspects where training and event management is concerned. Training Management simplifies these processes for you with functions that store and evaluate cost data for instructors’ fees, training materials, advertising, room rental, and equipment. You can allocation costs for internal attendees and to settle costs for external attendees.

Payroll Management

               You can examine and maintain deduction data online. Check and accumulated balance data from your payroll system can be imported for viewing. And you can perform deduction calculations as often as needed. They will handle the dual currency phase smoothly and will be well equipped to deal with the day-to-day tasks after the changeover. The system can store and process amounts in multiple currencies. The payment process, you can remunerate your employee in cash, by check, or by bank transfer (data carrier or form). When it comes to correct payment, the system can generate the payment voucher to AP System. For data protection reason, the system only posts summarized data to accounting. However, authorized employees in the personnel department can see the detailed line items if necessary.

               Maintain up-to-date salary plans, a critical element in reducing employee turnover and managing costs, with Salary Administration and Planning. You specify plans for administering salaries by geographic location, currency or company. You establish guidelines for administering salaries – pay employees of a single group in different currencies, or set different pay rates for different job components. With Salary Administration and Planning, you can process annual salary reviews, merit increases, and pay reviews based on an employee’s anniversary date.

               Compensation makes up the bulk of some employees’ compensation, such as sale people. With Compensation, you can administer various types of incentive compensation – bonus, stock, executive, non-cash awards, and commissions – for individuals and groups within your enterprise. You can design and manage complex compensation plans for you organization, including equity participation, bonus administration, executive compensation, and non-cash incentives. With Compensation you can also select which employees will have access to you variable compensation groups. They enable you to offer your employees competitive compensation based on individual achievement, they promote the employee’s drive to achieve, and bind you employee’s and their know-how more closely to your company. Compensation’s powerful function to plan your personnel budgets. Compensation lets you create single or multi-level budget planning processes. You can create multiple compensation plans to reflect company-specific remuneration guidelines, eligibility rules and criteria, and calculation regulations for immediate application. You can define and apply comprehensive remuneration guidelines. Compensation planning can contain plans for individual or general salary changes. Decisions regarding the compensation structure for entire organizational units or individual employees are up to you. Sophisticated control mechanisms monitor the planning process from start to finish and ensure that you are informed immediately of budget overruns or inconsistencies. Storing job evaluation results allows you to assign relative value to the jobs and position in your company. Comparisons with external salary survey results let you determine your company’s competitive position on the market.

Benefit & Welfare Management

               Adhering to health and safety regulations, while reducing related costs, are challengers faced by organizations worldwide. Health and safety provides your organization with a cohesive global solution that includes incident tracking capabilities flexible enough to benefit your operations in any country. With Health and Safety you can report incidents of injury and illness for employees and contractors, manage occupational injury and illness claims, report incidents involving vehicles and equipment, and detect and monitor hazardous conditions and materials. The breadth of information that can be captured on incidents and injuries, medical treatments, and accident investigations is extensive. And Health and Safety offers a streamlined, common front-end for every country supported, as well as efficient access to country-specific information.

               An essential component of any employment package, benefits can also be extremely complex to administer. With the base benefits component in Solution, you can easily design and implement a comprehensive, modern benefits program, while keeping costs and labor at a minimum. Base benefits enables you to manage a wide range of benefit options, including medical, dental, life, profit sharing, and pensions. With base benefits you can define specific deductions and calculation rules for each benefit plan, calculate benefit deductions quickly and accurately, and calculate multiple types of employee leave accruals. You can specify primary care physicians. Employees can use self-service functions to view their current benefits data directly at their workstations, enroll a new family member in a health plan, increase the salary percentage allocated to a saving plan, or switch from buying company shares to fund investment.